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This paper aims to investigate how generational differences moderate the relationship between workplace fun and individual workplace outcomes.

The authors review and integrate the literatures on workplace fun and generational theory and empirically test the interaction effects of generation membership and workplace fun with job satisfaction, task performance, and OCB using a sample of 701 workers.

The findings suggest that not only do members of different generational cohorts respond differently to workplace fun, but cohort membership moderates the relationship between workplace fun and some individual workplace outcomes.

Snowball sampling and cross‐sectional data limit the generalisability of the study's findings.

The authors provide managerial implications for promoting workplace fun.

The paper contributes to the workplace fun conversation by addressing the overlooked question of “fun for whom?”.

This extended editorial to the Special Issue “Are we having fun yet? A consideration of workplace fun and engagement” aims to review the current debates on organised “fun at work” and to suggest a framework for understanding workplace fun and employee engagement. The papers included in the Special Issue are also to be introduced.

The editorial review asks for an approach that offers a critical appraisal and sets the latest move towards fun at work within the context of the material realties of work.

A review of contemporary debates on fun at work reveals a predominantly prescriptive focus on attempts to engage employees through fun activities that oversimplifies the human dynamism involved in the employment relationship. The editorial suggests that we need to consider the motivations, processes and outcomes of managed fun at work initiatives and to consider employees' reactions in terms of “shades of engagement” that detail how people variously engage, enjoy, endure, or escape managed fun.

The suggested framework for understanding workplace fun and employee engagement offers opportunities for empirical testing.

Understanding workplace fun and the work that it does, and does not do, offers opportunities to improve relationships between employees and between employees and the organisation.

The editorial and Special Issue overall offers an important contribution to the ongoing fun at work and employee engagement debate and opens up avenues for further exploration and discussion.

Organizations can effectively apply a variety of strategies for leading and accelerating desired change. As a practical illustration, this article evaluates an organizational change effort within the United States’ Department of Defense Education Activity (DoDEA), analyzing the restructuring of its worldwide school system through Kotter’s accelerators for leading change. A cornerstone of DoDEA’s effort was the creation of three Centers for Instructional Leadership (CILs), whose mission is to improve student achievement by developing educational leadership and supporting instructional excellence. The development of DoDEA’s CILs presents a valuable case for understanding the leadership necessary for successful organizational change, particularly in light of Kotter’s model.

This chapter investigates the difference between ultimatum games over gains and over losses. Although previous research in decision making has found that individuals treat losses and gains differently, losses have not previously been investigated in strategic situations. In the field, however, the problem of negotiating over losses is as unavoidable and problematic as the problem of negotiating over gains. In addition, data on how we bargain over losses can shed some theoretical light on fairness preferences. Two experiments use within-subject designs, the first in the U.S. and the second in the U.S., China and Japan. We find that offers and demands are higher in losses than in gains, and that these results hold across the three countries. We adapt Bolton's (1991) model of fairness to explain the results. Specifically, we extend prospect theory's loss aversion to unfairness, suggesting that unfairness in losses looms larger than unfairness in gains.

Organizations worldwide are integrating sustainability into their operations to reduce the damage they do to the environment and to earn a better reputation in society. Scholars have acknowledged the role of environmental transformational leadership (ETL) in creating pro-environmental behaviors (PEBs). The manufacturing sector has shown interest in accepting an environmental management system (EMS) and fostering a mechanism for what is called perceived support organizational support for the environment (POSE). Voluntary PEBs taking the form of organizational citizenship behavior toward the environment (OCBE) increasingly interests researchers because it is important for the success of the EMS in the manufacturing sector. This study aims to investigate the mediating role of the EMS and POSE in the relationship between ETL and OCBE within ISO14001-certified Malaysian manufacturing firms.

A quantitative design was used based on a positivist approach. The data of 216 manufacturing firms were targeted using random probability sampling via a survey questionnaire. Later, the data were analyzed through the structural equation modeling (SEM) method using the SmartPLS 3.3.3 software.

Research findings confirmed a significant direct positive relationship between ETL and OCBE. Also, they confirmed the mediating role of the EMS and POSE in the relationship between ETL and OCBE among ISO14001-certified Malaysian manufacturing firms.

This research has vital ramifications for both managers and organizations. Manufacturing firms should modify the traditional OCB towards pro-environmental OCBE using key antecedents, e.g. ETL, EMS and POSE.

The study analyzed the impact of ETL on OCBE through the mediating role of PSOE and the EMS. Here the focus is on the impact of OCBE key antecedents, i.e. ETL, EMS and POSE in predicting OCBE among ISO14001-certified Malaysian manufacturing firms.

Organizations, especially youth organizations, often use media and communication tools to engage participants and achieve their goals. While these tools have the potential to benefit organizations, it is unclear whether using media tools influences effectiveness and how their use compares to traditional engagement practices. In this chapter, I examine the impact of both media tools and participant inclusion on organizational efficacy, controlling for various organizational characteristics. I use originally collected survey data from paid staff youth nonprofit civic organizations in the Raleigh, North Carolina area. I find that using Twitter increases organizational efficacy, but the effect is ameliorated by the inclusion of organizational characteristics. I also find that media tools tend to be used by organizations in a one-directional manner, which may help explain their limited impact. Using media tools is not sufficient to increase efficacy since the way they are used also matters. Including youth in daily decision-making processes, however, increases organizational efficacy and the relationship is robust to including organizational characteristics.

Collaborative product commerce (CPC) techniques are being applied with greater frequency in the health care sector. The purpose of this paper is to explore the potential barriers to their success in influencing cost and quality.

The health care supply chain (SC) is analyzed and five national health initiatives attempting to apply CPC techniques are described.

Five national‐level programs designed to improve health care quality and control costs use a variety of CPC techniques to create incentives and/or disincentives to influence suppliers’ behavior. Six barriers to success are identified that threaten healthcare CPC initiatives. They include: widespread resistance to change; information system limitations; the Health Insurance Portability and Accountability Act (HIPAA); the required time investment; lack of commitment to CPC principles; and the sustainability of the CPC business model.

Investigation into the barriers to success is warranted to develop evidence‐based solutions to improve effectiveness of CPC approaches in health care.

No national health care initiative to date can be described as an unqualified success in terms of its ability to align the SC. Nevertheless, individually, and to some extent collectively, the aforementioned programs are making some headway.

This work is one of the first to present information on how collective CPC efforts are taking shape in health care and to describe key national‐level projects currently underway in the field. Such information can offer policymakers and employers insight into how CPC techniques might improve effectiveness in health benefit contracting.

Psychologists have created highly specific and elaborate models of the creative process and the variables affecting creative performance. Unfortunately, much of this research has tended to take either an overanalytical or an underanalytical approach. By overanalytical we mean that researchers have studied single, isolated stages of group creativity, such as idea generation. By underanalytical we mean that researchers have tended to treat “creative group performance” as a single, unitary construct. However, we argue that it would be better to approach creativity as a multidimensional sequence of behaviors. In support of this argument, we discuss research on individual as well as group creativity showing that, firstly, there are multiple routes toward creative performance (e.g., flexibility and persistence), which may be pursued alone or in combination. It is likely that these different routes are subject to distinct influences. Secondly, we argue and show that different stages of the creative process (problem finding, idea generation, idea selection, idea implementation) are not necessarily affected by the same variables, or in the same way. We highlight some new questions for research, and discuss implications for the management of groups and teams.